Importance and training of the ability to recognize and employ people

Absrtact: We should attach importance to human resource management and make rational development and application. However, in today's society, the situation that "people can't make the best use of their talents" is everywhere. In many units, it is precisely because they can't use their talents and talents, which directly leads to the decrease of the overall work efficiency of employees. In order to change this situation, it is imperative to find the deviation in identifying and using talents, so as to solve it in a targeted manner.

Keywords: human resources; Management; Ability to know people and employ people

In this era of rapid development of high technology and endless knowledge innovation, the strength of a country, the speed of economic development and the success or failure of an organization depend more and more on the ability and benefit of knowledge innovation and application, and all these ultimately depend on people's quality and the level of human resource management. Generally speaking, there are the following aspects: diploma-only theory, which holds that the higher the academic qualifications, the better. The so-called diploma-only theory refers to the fact that diplomas are placed in the most important position in talent selection. In many places today, a diploma is the most valuable stepping stone. Many state-owned enterprises and even government departments offer generous and favorable conditions to attract those with high academic qualifications, hoping to gradually improve the overall cultural quality of the unit. Of course, because of their good educational background, these people have been studying and training for a long time, and a large number of them are really excellent, and some of them have become outstanding leaders.

However, quite a few people can't fully and effectively apply what they have learned to practical work. They only know how to talk on paper, and their work level and business specialty can't adapt, so they are eventually eliminated. Many units, regardless of the position and actual needs, all emphasize that they are willing to hire after a certain diploma. Going to the job fair for a stroll, many units stressed that "entry" must be a graduate student, and promotion must also be a graduate student or above, both for security and welfare, and also for undergraduate graduation. Although it is better for a unit to have a high level of education, it is the basis of human resources development to be able to apply the quantity. If it is always considered that graduate students are better than undergraduates, undergraduates are better than junior college students, and junior college students are better than secondary school students, only applicants with high academic qualifications are recruited, but those with low academic qualifications are not recruited, which will actually cause the level and ability of employed personnel to be incompatible with the post.

Some people with high academic qualifications and real talents are placed in some inappropriate positions, and they can't play their professional level at all; While others, although their diplomas are not high, have mastered the real skills needed for their posts, but they have been turned away. Diploma and degree certificate are not passports of ability, and the education system in our country is not perfect at present. Talents who graduate from colleges and universities generally have a considerable distance from practice. Learning does not mean that they can use it, and using it does not mean that they can use it well. On the other hand, does not having a diploma really mean no? Bill Gates dropped out of school automatically without graduation. He didn't have a high-sounding diploma, but he can still become the richest man in the world with a handful of funds.

In a few places in our country, students from vocational and technical colleges are very popular. Employers think that although those students have low academic qualifications, they have skills and real practical ability. Ignoring the key problem that talent is a scarce resource is a waste of resources from the perspective of economics, and from the perspective of management, the satisfaction provided by posts can not meet the personal needs of employees, so it is difficult to be stable and effective. Therefore, it is forbidden to draw an absolute equal sign between diploma and real ability.

Too much attention is paid to the work experience of the employees. Many people think that only those who have engaged in similar work can be qualified for their posts. I think this "empiricism" is one-sided and cannot be the only important way to assess the ability of the employees. Experience is important, but experience itself has its inherent attributes. Different units have different management models, and the experience of this unit may not be suitable for them.